PROJECT REPORT

SUMMER TRAINING
ON
RECRUITMENT & ITS PROCESS OF
RED DIAMOND GLOBAL LOGISTIC SERVICE

FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE AWARD OF
BACHELOR OF COMMERCE (HONOURS)
UNDER THE GUIDANCE OF

UNDER THE SUPERVISION OF

MRS. UNNATI JADAUN

IBM, M.U

Mr. AZIZULLAH
CREATIVE HEAD
SUBMITTED BY
BASEER AHMAD
B.COM (H) 2013-16
ENROLLMENT. NO. 20130468

INSTITUTE OF BUSINESS MANAGEMENT,

MANGALAYATAN UNIVERSITY,
rd

33 KM STONE, ALIGARH-MATHURA HIGHWAY,

BESWAN, ALIGARH

Page No. 1

CERTIFICATE FROM FACULTY GUIDE

Certified that BASEER AHMAD Enrollment no. 20130468 has carried out the
research work presented in this report entitled RECRUITMENT & ITS
PROCESS for the award of BACHELOR OF COMMERCE (HONOURS)
from MANGALAYATAN University, Aligarh, under my supervision. The Project
report results of original work, and studies are carried out by the student himself and
the contents of the report do not form the basis for the award of any other degree to
the candidate or to anybody else from this or any other University/Institution.

MRS. UNNATI JADAUN

Lecturer, IBM,
MANGALAYATAN University,
Aligarh
Place:
Date:

Page No. 2

ACKNOWLEDGEMENT
After completing my 4th semester curriculum. I went for summer training for 45 days
Duration and it bears inspirit of several person.
I have achieve this training in one of the organization RED DIAMOND GLOBAL
LOGISTIC SERVICE, AFGHANISTAN for their kind permission to undertaken its
study I am grateful to my respected Mr. AZIZULLAH (Training Manager) Mr.
RAMISH KHALIQE (REPORTING MANAGER) for their moral support and
encouragement throughout my project work.
This list will go incomplete without the special reference of the contribution
and whole hearted support of managers and all other staff and department, which
truly reflect their deep insight into the project and the professional touch which is
their benchmark.
I express my sincere thanks to MRS. UNNATI JADAUN my training guide
from IBM Department, MANGALAYATAN University who gave me professional
advice from time to time.
I am deeply indebted to RED DIAMOND GLOBAL LOGISTIC SERVICE,
AFGHANISTAN for having the faith in me and letting me work on the training.

THANK YOU

Page No. 3

PREFACE
This report has in accordance with the MANGALAYATAN UNIVERSITY,
BESWAN, and Aligarh for the B.COM (H).
I have extra attention to ensure adequate coverage of each and every topic. This report
provides clear and complete extension, step by step procedure and numerical
calculations. Important working notes are shown in the back of the report in annexure.
Further I had given suggestion for the improvement to be taken by the company. At
last I am thankful to RED DIAMOND GLOBAL LOGISTIC SERVICE,
AFGHANISTAN management and my college management who had given me an
opportunity to have the trainee in such a prestigious organization.

BASEER AHMAD

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LIST OF CONTENTS

TOPIC

PAGES

COMPANYS CERTIFICATE

CERTIFICATE BY FACULTY GUIDE

ACKNOWLEDGEMENT

PREFACE

INTRODUCTION TO GLOBAL LOGISTIC SERVICE

6-25

HR POLICIES OF RED DIAMOND

OBJECTIVE
RESEARCH METHODOLOGY

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26-41

42

43-54

FINDINGS

55

RECOMMENDATIONS

56

OVERALL EXPIRIENCE

57

BIBLIOGRAPHY

64

QUESTIONAIRE

65-68

OVERALL EXPERIENCE

69

WEEKLY REPORTING

70-75

INTRODUCTION OF THE RED DIAMOND GLOBAL LOGISTIC

SERVICE:

.
Logistics & Services in Afghanistan is our Business. Door to door service,
competitive pricing and dedicated service is our guarantee.
Red Diamond Global Logistics & Services is a leading Afghan freight forwarding
company with Vast experience in facilitating trade through innovative supply chain
solutions. We have our head office in Kabul and our company is a local Afghan
company with an aim to bring efficiency to supply chains in some of the world's most
challenging environments, offering unmatched personal service, a global footprint and
customized capabilities in developed countries and emerging economies. Over the
period of time, Red Diamond has developed an indisputable reputation of operational
efficiency thereby gaining customer confidence. Customer satisfaction is our primary
goal. Our mission is to provide to our clients Quality and problem-solving logistics
and Supply chain freight management solutions.
Red Diamond Global Logistics & Services has a rich experience and knowledge of
the local markets and an extensive network of reputed partners all round the world to
cater to your local and global needs. In other words it has the regional expertise as
well as the global exposure to offer supply chain solutions to suit your needs.

Page No. 6

Logistics

Red Diamond Global Logistics & Services is a company who offer all kind of
logistics service with a huge capacity, work force, machinery and transport in
Afghanistan.
We are the only firm who offer Container repairing, Packing of Goods for
transportation, storing goods in save warehouses prior and after freight forwarding.
We at Red Diamond Global also offer consulting services for physical distribution and
Packing services related to motor carrier and storage services.
Red Diamond Global Logistics & Services is an well know group of companies in
Afghan market for providing high quality professional services and low rates for
logistics and other materials such as Wood pallets, Skids Production and Corp Support
Services. Therefore most of foreigner missions, N.G.O's and Troops prefer Red
Diamond Logistics & Services for giving regular logistic services contracts.

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Transportation

Red Diamond Global Logistics & Services providing high quality, save and secure
transportation services in all secure and un secure roots and provinces such as
Nangarhar, Kabul, Kandahar, Herat, Helmand, Balkh, Kunduz of Afghanistan. Please
take a look at some key factors of our transportation services by the following:

Quality transportation from describe to destination.

You can contact for transportation for all over the world.

You can contact for transportation for all over the world.

Having regular contacts of transportation.

Providing quotation before doing contracts.

It's our ability to get from point to paint.

Our drivers have experience and having government provided driving license
with legal documentation.

We are doing 4 type of transportation road, sea, train and airplane.

We can provide transportation to secure and unsecure Province of Afghanistan

it's by client demand if they want security or without security transportation.

We can carry oil, freeze item, rubber , leakage, water , mirror etc. we have all
kind of transportation felicities.

We have large stock store area for Client satisfaction we can keep your stock
by cheap price.

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Construction

Our team of construction professionals offers a single source solution for all of
your construction related needs, Whether it is restoration, site preparation, a
new facility for or facility renovation, we have the experience and personnel to
provide the highest quality construction on schedule and within budget.
We support our clients from project inception till the commissioning of project
of the fully operational facility.

We offers a broad spectrum of expert construction services ranging from

conception to the completion and operation of the development projects. The
scope of these services covers feasibility studies, surveying & mapping,
investigations, designs, tender & contract documents, construction/installation
supervision, contract management and post-construction services as well as
services in the information technology, monitoring, fire alarm, alarm systems
& evaluation, social and integrated rural development sectors

Red Diamond Global Logistics & Services has expertise in all engineering
disciplines, specialists in the fields of power and mechanical, architecture and
planning, environmental and public health engineering, engineering for
military buildings/facilities, industry, heating, ventilation and air-conditioning
and computer applications. As power interruptions are frequent and security
issues are always a concern in the country, our company strengthens the
language skills, cultural sensitivity, and the business and political networks
that are so vital for operating effectively and safely in Afghanistan.
Red Diamond Global Logistics & Services provide Military Construction
(FBOs), K-Span, Accommodation & Residential Buildings, Roads &
Highways Construction, Educational Projects - Universities & Schools,
Irrigation Systems & Canals, Security Enhancement Projects and
Administrative & Corporate Building Construction.

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ICT Services

Red Diamond Global Logistics & Services offer a wide array of Information
Technology Management, including technology consulting, IT globalization,
IT outsourcing and IT support services. at Red Diamond Global Logistics &
Services, we personalize our IT management services for each organization
and take the time to understand your organization to provide custom tailored
solutions that meet your specific needs.
Data outsourcing companies are often used to reduce costs and maximize
return on investment. Red Diamond Global Logistics & Services is an IT
outsourcing company or also called Managed IT Services Company offering a
variety of services to meet the needs of each client. Our outsourcing services
include managed IT services, IT support solutions, backup, security, IT
monitoring and maintenance and performance management.
We provide a full range of IT services, including comprehensive IT support
services. Our services include our IT audit, which consists of a thorough
evaluation of your systems to ensure they are being utilized to your
organizations advantage and that your infrastructure is sufficient to meet the
current and future needs of your business. We offer full turnkey solutions from
our network maintenance company and a wide range of services that include
disaster recovery planning, IT globalization, Asset management, global IT
consulting and more.
What sets us apart from other IT consulting companies is our personalized
service and tailored solutions, our computer network consultant will work
closely with you to create a plan to ensure your network scales with the
growth of your organization.

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Supplies

Red Diamond Global Logistics & Services has wide range of Supply Chain Services
in Afghanistan. We deliver what is required to you for your safer, smooth and pleasant
stay in Afghanistan. We have a small department, but professional expert, who keep
close eye on quality of goods provided to you and who keep checking rates
internationally so to provide you quality items on low costs. We have our company
managed Warehouse, with refrigeration facility and we follow FIFO (First In First
Out) law to manage our Warehouse.
Red Diamond Global Logistics & Services provide following items:
Construction Material
Cement - All Types
Rubber
Grovel & Clean Sand
Marble & Chip Stones
Tiles & Bathroom Items

Furniture Items
Tradition Furniture
Modern Furniture
Wooden Furniture
Steel Furniture
School Furniture

Containers
Reefer Containers
Dry Container
Open Top Container
Flat Rack Container
Empty Containers

Electrical Equipment
Generators
Light Generators
Water Pumps
Electric Cables
Jackhammers

IT Hardware
Networking Cables
Laptops - All types
Desktops - All Types
Copiers, Printers
Phones & Wireless

Home Appliance
Plasma & CRT TVs
Refrigerators
Washing Machines
Audio & Video Systems
Air Conditioners

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Import & Export

Red Diamond Global Logistics & Services is fully capable of carrying out major
projects to supply a variety of provisions and materials for large projects.
We also import and sell diesel generators, power plants (gas turbine, steam, diesel),
and related equipments-transformers, switch gears, substations, boilers, turbines,
electric cables, pumps. Solar power plants and solar electric materials and equipments
water treatment plants and its chemicals and caustic soda. Refineries and related
equipments Heavy machinery - excavators, shovels bulldozers, cranes, fork lifts high
platforms, dump trucks, municipalities garbage collectors compaction trucks, fuel
tankers. Construction machinery, foundries and additives. Irrigation projects and
equipments and pumping stations,
We offer complete turnkey projects-cement manufacturing plants, cement and
concrete batching plants, bitumen plants, asphalt plants, bricks and blocks
manufacturing plants, sun flower and corn oil, palm oil refining plants, various other
production plants.

Red Diamond Global Logistics & Services

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Rent & Sell Vehicles

Red Diamond Global Logistics & Services also provides a wide range of
transportation solutions from vehicle rental on short term or long term basis. All our
drivers speak English & are well-trained professionals who know the city well. Our
solo purpose is to get you to your destination safely and on time.
Sales / Rentals of Soft Skin and Armored Vehicles;
Our vehicles can be hired for any purpose, with driver or without, RDG for all your
Logistics, mini cab service, transportation, armored and non armored Toyota Vehicle
rental, Purchase, maintenance and parts inquiries, as well as provider of tour packages
to the unique and historical places in Afghanistan. RDG provides quality services
around the country for NGOs, Private companies, Journalists travelers and
professional entities.
Aside from our travel business we are also suppliers of quality used and brand new
armored and non armored Toyota vehicles, for rental and purchase, RDG also can
help you with the maintenance of Toyota Vehicles, for each time service payment base
and for long term contracts bases.
You may chose to hire a car from Red Diamond Global Logistics & Services for selfdriving in Kabul, on a daily or monthly basis. Our company will provide you with
complete maintenance service.
Please see photos of our rental / Sales Vehicles.

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AC & Generator Services

Looking for a cost effective, reliable, way to get your power needs? Look no further
than Diesel Generators. Consistently, Diesel Generators have proven to be extremely
cost effective and efficient also RDG Services will provide any kind of Generators
from 10KVA to 2500KVA we are selling by very best prices with delivery and
installation with after sale Services.
If youre wondering whether we service your equipment or not, we do. How do we
know that? Because were fully Expert in AC and Generators repair and air
conditioning maintenance for ALL brands of air conditioners & Generators. Maybe
thats why they call us Service Experts. So if you have an AC emergency and need
your system repaired quickly and completed correctly just contact for all your
solutions Red Diamond Logistics & Services.
Heating, Ventilation & Air Conditioning Repair Services
Installation
Air conditioner or heater broken beyond repair? We can help you choose from a
variety of top-quality systems, selected specifically for your office and organization
needs.
Maintenance
Regular maintenance of your A/C and furnace or heater is crucial to ensuring the full
lifespan of your system.
Repair
Has your air conditioning or heating unit stopped putting out cold or hot air? Does it
turn on at all?

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Security System Development

RDG has a close and long association with a foremost provider of integrated physical
and electronic security systems.
Advice and provision of the most suitable system, within the specified budget and
applicable to the identified security risks, is provided by our experienced staff.
RDG can supply GPS/alarm tracking systems on all client vehicles or provide
personal devices to individuals. This enables us to track client movements and ensure
a faster response in the event of an emergency, which might be anything from a
security incident to a traffic accident. Clients can activate an alarm in the vehicle and
prompt an appropriate response from our Operations Centre or their Security
Manager.
Fire Alarms
As a full-service security dealer, SSC provides you with a system that meets local,
NFPA 72 and UL code requirements. We can also design, specify, install, provide
drawings, parts, tie-in, final hook-ups and any other services involving a commercial
fire alarm system.
Security Systems
Security Service Company is a long-established leader in reliability, features and
service for security systems tailored to customers' specific needs. We invite you to let
us protect you and your facility.
Access Control
Outstanding access control solutions are just a phone call away. Let us help you
manage your facility or multiple locations by caring for the daily reports, changes and

Page No. 15

other issues that come up; even issuing new user access right from our Central
Station. No need to have people spending hours on the access system trying to recall
the procedures. SSC will take care of it for you!
Video Monitoring/CCTV
Everyone wants to see what's going on at their business. With the full line of video
monitoring equipment we offer, SSC can help you keep an eye on your business, even
when you're not there! Special low-light capabilities and long-term recording make
sure you can keep track of everything you should. Remote video viewing, live or
recorded, interest you? We can help, whether you want to see it on a television,
computer, separate monitor or your mobile device.
Guard Tour Systems
Ever wonder if the money you spend on a Guard Service is well spent? Are they really
making the rounds? We can make sure and report when a check-in is missed or
delayed. We can watch those watching your assets.
Facility Process Monitoring
Many businesses have critical processes that need to be monitored. Temperature,
humidity, leaks, lines stopping, vehicles coming and going, storage rooms opening,
and anything else you may require if it's important to you and your business, it's
important to us. We'll watch it for you.
Fire Alarm Inspections
Annual inspection of your fire alarm systems, testing of your sprinkler supervisory
devices, checking of your notification devices these things must be done to insure
proper operation and maintain their life-safety aspects, not to mention the protection
of your business assets. We'll do it right and give you the reports that the inspectors
need.
Functionality Tests
Smoke detectors and heat detectors wear out and can lose their sensitivity, or be
broken in the course of normal operations. Regular functionality and sensitivity tests
will tell you if your detectors really work.

Page No. 16

VISION, MISSION & OBJECTIVE

Our Vision

Economies grow and shrink and indeed, current trends show challenging times ahead
Afghanistan has been through hardcore tough times and Red Diamond Global
Logistics & Services has been a part of it and so we urge and envisage Afghanistan to
be internationally renowned.
It is our intention to work hand-in-hand to become a company of power and
excellence. We will make every effort to maintain the quality of our services to grow
continually in the logistics market by directing focus to three activities: providing
service of exceptional quality, enhancing standards of a professional workforce and
expanding our global network

Page No. 17

Our Mission

We intend to be the best Logistics & Services firm in Afghanistan that is committed to
providing services at a level of excellence that exceeds every industry standard, at a
price that is fair. We urge to foresee Afghanistan as developed and an advanced
globally recognized country.
Commitment to our mission statement has been a fundamental reason for the
exponential growth. No organization can achieve the growth as Red Diamond Global
Logistics & Services has shown without providing exceptional service and
competitive price to our customer base.
Exceptional service comes with the people within the Red Diamond Global Logistics
& Services; people who has been invested in Afghanistan and who have grown as Red
Diamond Global Logistics & Services has grown. In fact the business we handle
today is because we have carefully crafted client relationships inside and outside of
Afghanistan. We aim to garner a deep understanding of the needs of our clients and
we have never lost our sincere desire to meet them.

Page No. 18

Company Profile

Over the period of time, Red Diamond Global has developed an indisputable
reputation of operational efficiency thereby gaining customer confidence, Customer
satisfaction is our primary goal. Our mission is to provide to our clients Quality and
problem-solving logistics and Supply chain freight management solutions.
Red Diamond Global Logistics & Services has a rich experience and knowledge of
the local markets and an extensive network of reputed partners all round the world to
cater to your local and global needs. In other words it has the regional expertise as
well as the global exposure to offer supply chain solutions to suit your needs.

Page No. 19

About Red Diamond Global

Logistics & Services in Afghanistan is our Business. Door to door service,

competitive pricing and dedicated service is our guarantee.
Red Diamond Global Logistics & Services is a leading Afghan freight forwarding
company with Vast experience in facilitating trade through innovative supply chain
solutions. We have our head office in Kabul and our company is a local Afghan
company with an aim to bring efficiency to supply chains in some of the world's most
challenging environments, offering unmatched personal service, a global footprint and
customized capabilities in developed countries and emerging economies. Over the
period of time, Red Diamond has developed an indisputable reputation of operational
efficiency thereby gaining customer confidence. Customer satisfaction is our primary
goal. Our mission is to provide to our clients Quality and problem-solving logistics
and Supply chain freight management solutions.
Red Diamond Global Logistics & Services has a rich experience and knowledge of
the local markets and an extensive network of reputed partners all round the world to
cater to your local and global needs. In other words it has the regional expertise as
well as the global exposure to offer supply chain solutions to suit your needs.

Page No. 20

Our Clients

Red Diamond Global Logistics & Services has proven track of achievements and we
are getting repeated business from our clients, as well as referrals. This is only for the
reason that we have accomplished our projects with dedication and hard-work. We
have finished our projects and supplied products within specified time frame and
budgets allocated.
We are still vertically growing with kind support of our valued clients.
Currently we are providing services to US Army, ISAF, Government of Afghanistan
and many other local clients.

Page No. 21

CONTACT

Red Diamond Global Logistics & Services, Opposite of Bakhtawar Plaza

Shar-e-Now, Kabul
Afghanistan
+93 (0) 784007007
+93 (0) 784007007
http://www.reddiamondgls.com

Page No. 22

Awards for our HR Practices

HR POLICIES OF RED DIAMOND GLOBAL LOGISTIC
SERVICE
The basic principles of RED DIAMOND GLOBAL LOGISTIC SERVICE Human
Resources policies include
Recruitment based solely on merit by following well-defined and systematic
selection procedures without discrimination
Sustain motivated and quality work force through appropriate and fair
performance evaluation, reward and recognition systems
Identify training needs within the Organization and design and implement
those need based training programmes resulting in continuous up-gradation of
knowledge, skills and attitudes of the employees
Maintain a quality Human Resource Management System To Plan, design,
train, equip and motivate the department staff to meet this standard of
expectation.

RED DIAMOND GLOBAL LOGISTICE SERVICE Work Culture

Work culture emphasizes:

Freedom to experiment
Continuous learning and training
Transparency
Quality in all aspects of work
Rewards based on performance and potential

RECRUITMENT

Page No. 23

Recruitment is the process concerned with the identification of sources from where
the personnel can be employed and motivating them to offer themselves for
employment .WETHER and Davis has define this as follows Recruitment is the
process of finding attracting capable application for-employment .The process begins
when new recruits are sought and ends when their application are submitted .The
result is a pool of application from which new employees are selected.
Thus recruitment process is concerned with the identification of possible sources of
human resource supply and tapping those sources. In the total process of acquiring
and placing human resources in the organization, recruitment falls in between
different sub-process which are as follows:

Fig: Linkage of recruitment to human resources acquisitions

SELECTION

Page No. 24

Selection is the process of differentiating between application in order to identify (and

hire) those with a greater likelihood of success in job.
Thus selection can be conceptualized in terms of either choosing the fit
candidates or rejecting the unfit candidates or combination of both. Selection involve
both because it picks up the fit and reject the unfit.

Fig: Steps in selection process

Page No. 25

SOURCES OF RECRUITMENT
The objectives of recruitment are more likely to be achieved if the recruiting sources
are suitable for the kind of position that is to be filled. The selection of recruitment
sources should also be economically viable for the Organization. Different sources of
recruitment can be employed, depending on various factors like the level of the
position, number of people required, time available & the funds allocated for
recruitment. The different sources of recruitment are internal search & external
search.

INTERNAL SEARCH
Organizations which go for internal search normally announce the vacancy through
the displays on notice boards, circulars sent to different department or through the
companys intranet. It is the responsibility of the HR department to ensure that the
Organization. The policy of developing employees from inside instead of searching
for new talent from outside has various advantages.
It helps in maintaining good employee relations.
It boosts the morale of the employees as they feel important & valued.
It encourages competent & ambitious individuals as their performance & is
rewarded.
There is complete information about the individuals performance & his
credentials is established.
The cost of recruitment is minimal.
Time & resources are saved on the selection & induction processes.
The return on investment on the workforce is increased for the Organization.

EXTERNAL SEARCH
An Organization will have a much greater choice in human resources if its decides to
go in for external recruitment. There are various methods of recruiting from external
sources. Some of the popular methods are

Page No. 26

INTERNAL RECRUITMENT
TRANSFERS
The employees are transferred from one department to another according to their
efficiency and experience
PROMOTIONS
The employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.
Others are Upgrading of present employees according to their performance.
Retired and may also be recruited once again in case of shortage of qualified
personnel or increase in load of work. Recruitment such people save time and costs of
the organizations as the people are already aware of the organizational culture and the
policies and procedures.

EXTERNAL RECRUITMENT
ADVERTISEMENTS

Page No. 27

Advertisements of the vacancy in newspapers and journals as well as on portals like

are UNDP Afghanistan Jobs, USAID Afghanistan jobs a widely used source
of recruitment. The main advantage of this method is that it has a wide reach.
EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a good
source of recruiting well qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements. This source is known as
Campus Recruitment.
PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for recruitment
of executives and specialists. It is also known as RPO (Recruitment Process
Outsourcing)
UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers
are considered nuisance to the daily work routine of the enterprise. But can help in
creating the talent pool or the database of the probable candidates for the organization.

Page No. 28

EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the
organization can refer their friends and relatives for some position in their
organization. Also, the office bearers of trade unions are often aware of the suitability
of candidates. Management can inquire these leaders for suitable jobs. In some
organizations these are formal agreements to give priority in recruitment to the
candidates recommended by the trade union.
The Success of a recruitment program can be judged based on a number of criteria.
Some of these are:
The number of successful placements.
The number of hirings.
The number of offers made.
The number of applicants.
The cost involved.
The time taken for filling up the position.

Page No. 29

EXTERNAL FACTORS
SUPPLY AND DEMAND
The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the market for the professionals demanded
by the company, then the company will have to depend upon internal sources by
providing them special training and development programs.
LABOUR MARKET
Employment conditions in the community where the organization is located will
influence the recruiting efforts of the organization. If there is surplus of manpower at
the time of recruitment, even informal attempts at the time of recruiting like notice
boards display of the requisition or announcement in the meeting etc. will attract more
than enough applicants.
IMAGE / GOODWILL

Page No. 30

Image of the employer can work as a potential constraint for recruitment. An

organization with positive image and goodwill as an employer finds it easier to attract
and retain employees than an organization with negative image. Image of a company
is based on what organization does and affected by industry. For example finance was
taken up by fresher MBAs when many finance companies were coming up.
POLITICAL-SOCIAL- LEGAL ENVIRONMENT
Various government regulations prohibiting discrimination in hiring and employment
have direct impact on recruitment practices. For example, Government of India has
introduced legislation for reservation in employment for scheduled castes, scheduled
tribes, physically handicapped etc. Also, trade unions play important role in
recruitment. This restricts management freedom to select those individuals who it
believes would be the best performers. If the candidate cant meet criteria stipulated
by the union but union regulations can restrict recruitment sources.

Page No. 31

UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth of the
economy (whether economy is growing or not and its rate). When the company is not
creating new jobs, there is often oversupply of qualified labor which in turn leads to
unemployment.
COMPETITORS
The recruitment policies of the competitors also affect the recruitment function of the
organizations. To face the competition, many a times the
Organizations have to change their recruitment policies according to the policies
being followed by the competitors.

INTERNAL FACTORS
RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of recruitment and
provides a framework for implementation of recruitment programmer. It may involve
organizational system to be developed for implementing recruitment programmes and
procedures by filling up vacancies with best qualified people.
FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.

Page No. 32

HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in the
existing manpower of the organization. It also helps in determining the number of
employees to be recruited and what qualification they must possess.
SIZE OF THE FIRM
The size of the firm is an important factor in recruitment process. If the organization
is planning to increase its operations and expand its business, it will think of hiring
more personnel, which will handle its operations.
COST
Recruitment incur cost to the employer, therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the organization
for each candidate.
GROWTH AND EXPANSION
Organization will employ or think of employing more personnel if it is expanding its
operations.

RECRUITMENT POLICY SHOULD BE:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity

and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weight age during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment

relationship.
Integrates employee needs with the organizational needs.

Page No. 33

Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for

the organization.
Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities. Recruitment is the

process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will

leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition

of its workforce.
Begin identifying and preparing potential job applicants who will be

appropriate candidates.
Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants

Page No. 34

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED
i.e. the needs arising from changes in organization and retirement policy.
ANTICIPATED Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

HUMAN RESOUERCE MANAGEMENT SYSTEM IN E-MEDIA

SOLUTION

PEOPLE AND ORGANISATION DEVELOPMENT DEPARTMENT

The RED DIAMOND GLOBAL LOGISTIC SERVICE Division provides the
services of resourcing and recruiting, personnel &administration and training to the
business and services unit of entire RED DIAMOND GLOBAL LOGISTIC
SERVICE, AFGHANISTAN and abroad.
Personal & Organizational Development (P&OD) Department renders specialized
services in the areas of Human Resource Management to various business units /
service units! departments for their effective performance.
The quality policy of the P&OD department states : To provide the vital business
advantage to E-Media Solutions group by inducting competent workforce and
continuously upgrading their knowledge, skills and attitude as well as sustaining high
employee morale and motivation through qualitative and systematic Human Resource
Management.

Page No. 35

The four functions in the department are:

Resourcing and Recruiting

Personnel Administration
Training
Systems

Resourcing and Recruitment:

In general, recruitment of manpower for an organization is based on certain estimates
projected during budget review. Placement department arranges to recruit personnel in
line with budget approval. In a construction company, recruiting skilled manpower at
short notice is essential for the speedy execution of projects. Placement department
achieves this by maintaining a computer based inventory of skilled manpower. The
selection and recruitment of technical and other categories of staff is carried out by
objective interview techniques. Recruitment of fresh graduate engineers and diploma
holders is done through campus test and interview followed by a systematic selection
procedure with the help of computerized scoring.

PERSONAL ADMINISTRATION
Having recruited suitable personnel, it is important to provide an invigorating &
stimulating work climate for them, especially when the construction industry throws
up many difficult situations & challenges. Moreover, e-media solutions pursuit of
entering new fields & innovating new methods as per project requirements makes the
job really demanding. The Endeavour of Placement department is therefore to keep
the employees motivated &. satisfied in spite of the tough conditions they work in.
This is done by various methods such as:

Annual Performance & Review System

Page No. 36

Staff Administration / Benefits

Reward system
Mentoring
Welfare

TRAINING
Every individual needs certain skills to perform his/her jobs. In order to sharpen
his/her skills for shouldering higher responsibilities & to keep him/her up-dated with
technological changes, training is essential. Training in this organization is identified
as one of the priorities & is need based. The training needs are identified for all levels
of staff & an annual training is prepared. In house training programmes are conducted
for all levels of staff at Headquarters & in all regions, in line with Organizational
requirements. Many core development programmes are also conducted at regular
intervals to increase the overall efficiency of the staff members. Staffs at various
levels are nominated to participate in seminars & other external training programmes
to keep them up-dated with new trend & development taking place in every sphere of
activity

Page No. 37

SYSTEMS
Systems form the back bone of all Placement Department activities. The details of all
employees are entered in the system, right from the time applications are short listed
for the interview to the time the employee leaves the company

GENERAL RECRUIMTENT
Such type of recruitment is generally done through advertisement on portals or
newspapers. The major concern of interview is to recruit competent and deserving
candidates. This type of recruitment procedure is basically done for all post except
trainees or stray /referred cases.
PROCESS OF GENERAL RECRUITMENT
Head of Resourcing and Recruitment is responsible for implementing all these
procedure.
Business Unit or Service unit send manpower requirement information to Head of
Resource and Recruitment Department. After the budget approval from the Placement
&Development department, Recruitment department take initiative.
After the budget approval Recruitment department make a draft advertisement
related to the need specified by the business or service unit. After that draft is send to
the Head of the business unit for the final approval.
Application received against the advertisement is sent to the indenting department
after the candidates are short listed in the screening process; final result is sent to the
Head of Placement and development department.
The date of interview is fixed in HQ.
Panel Member is decided by the Head of P&D Department.
Intimation regarding to the interview is sent to the candidates.

Page No. 38

 Head of Resource and recruitment or Regional P&D Head is authorized to sign the
call letter.
Candidates are interviewed by the panel member rating are given to the candidates
by them according to which the decision is being taken place.
Back up paper of all the selected candidates are send to the Computer section of the
P&D department for updating of general recruitment system.

TRAINEE RECRUITMENT
RED DIAMOND GLOBAL LOGISTIC SERVICE amazing growth story has been
possible because of the fresh talent that flows in from engineering campuses. The top
management believes in transforming fresh graduate engineers into future leaders by
making them go through the crucible of challenging assignments. The belief is
strengthened by the fact that most of the business leaders in e-media solutions have
joined as trainees and have grown up the ladder

PROCESS OF TRAINEE RECRUITMENT FOR BIS

Head of Recruitment and Selection or Head of P&D is responsible for this type of
recruitment.

Total number of seats are 40 out of which 20 are selected within the

organization while 20 are from outside.

First of all the notice of invitation of application are send to the reputed

college all over the World.

Simultaneously advertisement is released in the newspaper.
Applications are checked whether the mentioned criteria are followed or not.

RECRUITMENT OF RELATIVE OF EMPLOYEE

Page No. 39

In case of dependent of employee who dies or is permanently disable while in the

service, company provides a suitable vacancy for candidate having suitable
qualification.

It is general policy of the company that close relative of any staff member will
not be employed if the staff member is in service. However in exceptional case
if the staff below AGM cadre is due to retire in not more than two years time
such application may be considered on case to case basis if other condition of

set are satisfied.

Decision of head P&D will be final on these cases.
.

RECRUITMENT OF INTERNAL CANDIDATE

An existing employee who is in permanent role in the company, who applied for a
post that is greater than the present one, in his present department or other is referred
to as internal candidates.
Internal candidate should not be entertained for consideration as assessment of such
employee is through annual salary review.
Application received from existing employee of other division of e-media solutions
shall be considered through the mean of internal division transfer only.

RECRUITMENT OF EX EMPLOYEE

Page No. 40

An ex-employee of the company who want to join again has to qualified well
regarding some criteria which are as follows:

Performance of employee while in e-media solutions

Character, conduct behaviors of employee.

PANEL MEMBER IN SELECTION PROCEDURE

All interview panel should be generally consist of at least three panel member, in
which two are from functional department while one is from P&D Department.
GENERAL GUIDELINES FOR COMPOSITION OF PANEL MEMBER
1) For non-supervisory (Technical and Non-Technical) One covenanted cadre
+one Officer Cadre staff
2) For Supervisory cadre
Two covenanted cadre staff
3) For Officer cadre
One GM or JGM of covenanted department plus one Sr. DGM or from same
or other department
4) For covenanted cadre Two GM
In all interview P&D representative must be present.
All interview call letter would be signed by Head Resource and Recruitment or
Regional P&D Head.

POST RECRUITMENT ACTIVITY

After the selection of candidate in interview process following process is follow:

PRE EMPLOYMENT MEDICAL EXAM

It is basically done to ensure that the candidate selected is medically fit to join the
organization
Process of Pre- Employment Medical Exam

Page No. 41

Arrange Pre employment exam in certain hospital at a place where our regional office
are situated, approved by HQ-P&D.

Candidate has to produce their Pre employment medical form that they check

up.
Respective P&D section liaises with the respective medical institution and
forward the medical report to P&D, HQ. Candidate who are near to Chennai
are sent through HQ-P&OD.

JOINING
Joining is the formality through which company induct new joinees in the
organization. And to ensure that validated document are available for our records and
reference.
Personnel Administration section is responsible for all the joining process.

PROCESS OF JOINING
Testimonial Verification
New joinees are required to submit the following original document
(a)

DOB Certificate

(b)

SSC/HSC/Degree and other certificate.

(c)

Relieving Certificate from the last employer

(d)

Service certificate from the last employer, if any.

(e)

Two stamp size and three passport size photographs.

Joining Process

Page No. 42

Once the new employee join the company firstly Testimonial Verification is

done.
New Joinee has to produce the entire academic and experience certificate
which they have mentioned in the Employment Application Form after their

selection.
Collect and verify Xerox copy of proof ,educational qualification previous
experience and relieving letter with the original and send the same to
HQ P&D along with the two stamp size, and three passport size photograph

and testimonial verification form

In case where joinee is not having any relative document then in that case an
undertaking can be taken from them for submitting the same within prescribed

period and permit him for joining.

After verification taking Xerox copy of testimonial verification form and copy
of offer letter ,copy of covering letter note forwarding the above document to
HQ in personal folder of employee so that as son as PS Number allotted to

him.
Direct the staff to the respective site in consultation with Regional Operations
Head and a note from regional P&D.

After joining process

After receiving all details from Regional P&D at HQ unique pay sheet number

is allotted to each new joinee

Once pay sheet number is allotted to new joinee ,the name and other detail are
entered in the pay sheet register and the entire back paper are sent back to the

Recruitment Section.
Give all documents to system section for entering the detail in database.
Create a new folder for each joinee which contains all documents pertaining to
him.

ABSORPTION

Page No. 43

In case of trainee absorption letter is processed on completion of training based on

recommendation received from RM/SBU heads. Confirmation- In case of probationer
confirmation letter is processed as per the terms of offer of employment letter issued
to them.

Page No. 44

Eligibility for walk-ininterviews was:

1. A Candidate should have a degree/diploma in Engineering.
2. A candidate should have 0-2 years of Experience.
3. For Degree holders they need to have at least 0-2 year experience required.
4. For Diploma holders they must have 0-1 years experience.
5. A Candidate can move anywhere in India.
The Candidates fulfilling these criteria can come on the given date/venue.

CAMPUS RECRUITMENT:
Various tests being conducted at the time of the campus interviews are:
Written test: To test the Domain Knowledge & Advanced ProgressiveMatrices to test
the IQ level & the analytical ability of the candidate.
Personal Interview: Various attributes to be considered at the time of personal
Interviews are as follows:

Age
Technical/Job Knowledge
Clarity of thought
Inter-personal Skills
Personality
Candidates Strength & Weakness
Academic Performance
Any sort of physical disability

Group Discussion: Various factors considered in a group discussion are:

Participation
Logic
Presentation
Leadership
Clarity of thought

Page No. 45

2. Simultaneously Advertisements are placed in all major Indian newspapers inviting

applications from freshers specializing in media and management
3. Applications are checked as to whether the mentioned criteria are followed & then
given for up gradation to system department.
4. Cut-offs is decided depending on the number of students to be called for the written
test.
5. The selection process includes written test, Group discussion, & personal interview.

Page No. 46

PROCESS OF OUTSOURCING

Page No. 47

OBJECTIVES

1. To critically analyze the recruitment procedure of RED DIAMOND GLOBAL

LOGISTIC SERVICE, AFGHANISTAN.

2. To know the impact of H.R policies on the employees.

Page No. 48

REASEARCH METHODOLOGY
It defines the purpose of the research, how it proceeds, how to measure progress and
what constitute success with respect to the objectives determined for carrying out the
research study.
Exploratory research: this kind of research has the primary objective of
development of insights into the problem. It studies the main area where the problem
lies and also tries to evaluate some appropriate courses of action.
The research methodology for the present study has been adopted to reflect these
realties and help reach the logical conclusion in an objective and scientific manner.
The present study contemplated an exploratory research.

Page No. 49

METHODS OF DATA COLLECTION

Primary data: Data which is collected through direct interviews and by raising
questionnaires.
Secondary data: Secondary data that is already available and published .it could be
internal and external source of data. Internal source: which originates from the
specific field or area where research is carried out e.g. publish broachers, official
reports etc.
External source: This originates outside the field of study like books, periodicals,
journals, newspapers and the Internet.

Page No. 50

DATA AND ANALYSIS

SAMPLE SIZE -60
Qi. Since you are working in this organization for a long period what you feel about
this organization:
a. It has given you only brand image.
b. It has given you career growth opportunity
c. It has given you position where you wish to see you.
d. It has blocked your growth.

During my survey on sample size of 60 ,36 i.e 6O% of employees are in favour that
the organization has given career growth opportunity, which shows a major
satisfaction level regarding companys policies ,18 employees i.e 30% of employees
feels that the company has given only the brand image while 6 employees i.e 10%
employees are in favour that the company has blocked their career.
Q2. What you feel about the HR department does they services and functions aligned
and priortized to organizational and employees need?

Page No. 51

a. Totally agree
b. Agree
c. Strongly Disagreee
d. Disagree

According to survey 6O% i.e 36 employees are agree that HR department in e-media
solutions services and aligned with organizational and employees need, which shows
a major satisfaction level .,2O% i.e are totally agree while 2O/c i.e 12 employees feel
that HR departments functions are not aligned with the employees need.

Page No. 52

Q3. As per your roles and responsibility in this organization what you feel about your
job profile:
(a)They used to give you challenging job.
(b)They used to give you routine type of work
(c)They always used to rotate your job to make your job interesting.
(d)They used to give you boring type of job.

On asking about roles and responsibilities provided by the organization 6O% i.e, 36
employees are in favour that the company provide challenging jobs which make them
feel happy in doing their jobs. ,20% i.e 12 employees are in favour that company used
to rotate their jobs to get rid of boring type of jobs,and making them interesting.
While 10% of employees feels that company used to give routine type of work.
Q4. Working on this current designation what you feel about your job profile:
(a) It should have more learning perspective

Page No. 53

(b) It should have more autonomy

(c) Satisfied with current procedure
(d) Not satisfied with current position.

According to the survey,50% i.e 30 employees are in favour that the job profile
provided by the organization should have more learning perspective so that their will
be value addition in their work profile.30% of employees i,e 18 are in favour that it
should have more autonomy so that there would be more control on their jobs .
Whilel0% i.e 6 are in favour that current procedure is good enough, and 10% are not
satisfied with the current procedure.

Page No. 54

Q5. What is your future plan regarding serving this company?

a)
b)
c)
d)

Grooming yourself in this same company by giving your best.

Leaving this organization within short span of time.
Satisfied with the current position
Not satisfied with the current position

On asking about their future plan regarding serving the company,60% i.e 36 are in
favour to groom themselves in the same organization by giving their best, while 4O%
i.e 24 are not satisfied with the current position.

Page No. 55

Q6. What your views regarding the cause of attrition rate?

(a) Lower Salary
(b) Hours of job
(c) Lesser growth opportunity
(d) Organizational culture

According to survey on the cause of increasing attrition rate in the compay 50% i.e 30
employees feels that the salary given by the company is very low regarding their
workload ,20% of employees are not satisfied with the hours of job because on doing
over time there is no provision of over time 2O% of employees are not satisfied with
the organizational culture, while 10% of employees have opininon that there is lesser
growth opportunity in the company.

Page No. 56

Q7. In this current competitive age if hiring talent Global Diamond Global Logistic
service used to follow giving advertisement in local and national newspaper, what else
can added in this procedure:
a)
b)
c)
d)

Electronic Recruitment
Rely on site or employees referrals
Hiring through consultant.
Satisfied with current procedure.

On asking about the value addition in the current procedure of recruitment and
selection there are different views came out from the employees, 4O% of the
employees i.e 24 feels that there should be electronic recruitment for hiring talent in
this competitive age of talent. 10% of employees are in favour to taking more
attention on the site or employees reference, another 10% of sample size feels that
hiring talent through consultant would be best. While 40% of the sample size are
satisfied with the current procedure.
Q8. Does organization provide orientation towards induction
(a) Totally agree
(b) Agree

Page No. 57

(c) Disagree
(d) Strongly Agree

On asking about orientation towards induction provided by the organization 30% of

the sample size are totally agreed, another 30k are agreed while 40% of the
employees disagreed about the orientation provided by the organization.

Page No. 58

Q9. Working in e-media solutions ,what you feel about the HR department?
(a)
(b)
(c)
(d)

They do not give you opportunity to show your full potential.

They always used to surpress your innovative ideas
They encourage you to show your full potential
They always used to force their views only.

According to survey about the opportunity provided by the organization, a major

portion of the sample size i.e 7O% of the employees are in favour at the company
encourages them to how their full potential, while 20k are in favour that they used to
force their view only another 10% says that the company do not give opportunity to
show their full potential.

Page No. 59

FINDINGS

1. Less colleges are included in Campus Placements.

2. Proper salary is not provided to the Employees.
3. There is a lack of development of Organization & Employee.
4. Lack of Marketing Strategy.

Page No. 60

RECOMMENDATIONS
More Colleges should be included for Campus Placements.
As employees are not totally satisfied with their salary as compared to their
output which they are giving to this organization so, salary structure should be
commensurate with the current trend in market.
Working hours at the site may be regularized whereas employees should also
work as directed by management in the need hour as and when there is any
time pressure from the client/consultant. This is related to the development of
the organization and employees as well.
Candidate should be informed about what position he is being called for an
interview.
There is need to add more learning perspective in the work profile of
employees.

Page No. 61

MY LEARNINGS
I worked as an employee of Red Diamond Global Logistic Service for 6 weeks.
I learnt the different types of recruitment which are held at Red Diamond Global
Logistic Service.
I also made joining of new employees & understood the process.
I have done screening of applicants through telephonic interviews.
I have gone through all procedure of selection and after selection procedure.
I gained practical experience of the Corporate World.
I participated in the daily chores of the office work.

Page No. 62

BIBLOGRAPHY
Safety Manuals of Red Diamond Global Logistic Service.
Annual Report of Red Diamond Global Logistic Service.
Research Methodology by C.R.Kothari.
www.Google.com
Www.reddiamondgls.com/
www.mangalayatanuniversity.edu.in

Page No. 63

QUESTIONNARIE

Name

Designation

Department

Given below are some of the questions related with the effectiveness of the current
recruitment and selection system followed by the company. Please fill free to give
your views so that necessary steps may be taken to improve upon .All your views will
be kept strictly confidential.

Q1.Since you are working in this organization for a long period what you feel about
this organization:
a. It has given you only brand image.
b. It has given you career growth opportunity
c. It has given you position where you wish to see you.
d. It has blocked your growth.
Q2. What you feel about the HR department does they services and functions aligned
and priortized to organizational and employees need?
a. Totally agree
b. Agree
c. Strongly Disagrees
d. Disagree
Q3. As per your roles and responsibility in this organization what you feel about your
job profile:
a. They used to give you challenging job.
b. They used to give you routine type of work

Page No. 64

c. They always used to rotate your job to make your job interesting.
d. They used to give you boring type of job.

Q4. Working on this current designation what you feel about your job profile:
a. It should have more learning perspective
b. It should have more autonomy
c. Satisfied with current procedure
d. Not satisfied with current position.

Q5. What is your future plan regarding serving this company?

a. Grooming yourself in this same company by giving your best.
b. Leaving this organization within short span f time.
c. Satisfied with the current position
d. Not satisfied with the current position

Q6. What your views regarding the cause of attrition rate?

a. Lower Salary
b. Hours of job
c. Lesser growth opportunity
d. Organizational culture

Q7. In this current competitive age if hiring talent Red Diamond Global Logistic
Service, used to follow giving advertisement in local and national newspaper, what
else can added in this procedure:
a. Electronic Recruitment

Page No. 65

b. Rely on site or employees referrals

c. Hiring through consultant.
d. Satisfied with current procedure

Q8.What your views about the recruitment pattern in Red Diamond Global Logistic
Service, it is basically:
a. Need based,when there is need they advertise.
b. It is totally based on proper manpower planning
c. Without any proper manpower planning.
d. Recruitment done proactively from a planning mode(i.e projected workforce plan)
as well as reactively ti immediately replacement and new job opening

Q9. While looking any job description in recruitment advertisement ,which thing
attract you most:
a. Content of job
b. Hours of job
c. Salary
d. Professionalism

Q10-. Does organization provide orientation towards induction

a. Totally agree
b. Agree
c. Disagree
d. Strongly Agree

Page No. 66

Overall experience
The internship program was a truly rewarding experience. I encountered with real life
HR Activities and also received the opportunity to perform in those activities. I
witnessed the execution of all the HR functions in real life however I only had the
Theoretical knowledge about them which answered many "whys" of mine. It was
commendable to see how wholeheartedly they welcomed, acknowledged and
appreciated new ideas and knowledge. I also attempted to gather more information on
basic job functions of other departments to have better understanding of the relation
between them and the HR department.

The Hotel offered a friendly and cooperative environment. Everyone in the HRD was
occupied with their own routine work which I believe limited my learning
possibilities. However, this internship has helped me to bridge the gap bet real life
practice. My primary objective was to observe, evaluate and compare the relationship
between the knowledge that I have gained in my B.COM (H) and workplace. This 45
days internship has certainly helped me learn how tasks are performed in a workplace.
However, some of the practices of the HR department during my internship raised my
concerns.

If I am to highlight on the most significant aspect of my internship learning, then it

would be the importance of communication. Good communication is crucial in any
organization and it holds more importance in bigger organization with significant
number of workers. The HR Executives personnel lagged tremendously behind when
it came to effective communication. In this regard, it was hard to put my freshly
acquired, updated academic knowledge into practice, yet I succeeded in learning
many new things from this experience as well.

Page No. 67

Weekly reporting from 08/06/15 to 14/06/15

Azizullah Hamidi: 0093784007007
Enroll
Name:
Course: B.com

Company:

no:20130468 Baseer

DIAMOND

RED

Ahamad

GLOBAL LOGISTIC

Problems

1.Tough to 2.Communicati

SERVICES
3.n/a

encountered
Major

Judge
1.Getting

3.n/a

achievement

the

process

on Gap
2.Co-ordination

easily

Weekly Report 1

Page No. 68

Weekly reporting from 15/06/15 to 20/06/15

Azizullah Hamidi: 0093784007007
Enroll
Name:
Course: B.com Company:
no:20130468
Baseer
RED
Ahamad
DIAMOND
GLOBAL
LOGISTIC
SERVICES
Problems
1.process is 2.n/a
3.n/a
encountered
easy
to
recruit but
lengthy
Major
1.Getting
2.improving
3.n/a
achievements
new
ideas flexibilities
for
short
recruitment

Weekly Report 2

Page No. 69

Weekly reporting from 20/06/15 to 27/06/15

Azizullah Hamidi: 0093784007007
Enroll
Name:
Course: B.com Company:
no:20130468
Baseer
RED
Ahamad
DIAMOND
GLOBAL
LOGISTIC
SERVICES
Major
1.well
2.Wellpresente 3.N/A
Achievements:
talkative to d amongst all
different
people
Major Problems 1.Technolog 2.Scedule not 3.N/A
Encountered:
y problem
well due to
riots and other
things

Weekly Report 3

Page No. 70

Weekly reporting from 29th June to 3rd

Supervisor name and contact: Azizullah
784007007)
Enroll
Name:
Course: B.com
no:20130468
Baseer
Ahmad

Major
Achievements:

1.
Reduction
of
work
load
Major Problems 1.Work
Encountered:
space

2.Smart
timing
2.Undefined
work

Weekly Report 4

Page No. 71

July,2015
Hamidi (+93
Company:
RED
DIAMOND
GLOBAL
LOGISTIC
SERVICE
3.N/A

3.pending
work of old
employees

Weekly Report 5

Page No. 72

Weekly reporting from 5th July,2015 to 11 July,2015

Supervisor
name
and
contact:
Azizullah
Hamidi
(+93784007007)
Enroll
Name:
Course:
Company:
no:20130468
Baseer
B.com
RED
Ahamad
DIAMOND
GLOBAL
LOGISTIC
SERVICE
Major
1. Work on 2.Problem
3.Creative HR
Achievements:
time
solving skills
skills
Major Problems 1.Irrelevent
Encountered:
work to do

Page No. 73

2.Random
works

3.Wrong team
formation

Weekly Report 6

Page No. 74

Weekly reporting from 12th July,2015 to 18 July,2015

Supervisor
name
and
contact:
Azizullah
Hamidi
(+93784007007)
Enroll
Name:

Course:

Company:

RED

no:20130468

Baseer

B.com

DIAMOND

GLOBAL

Major

Ahamad
1.
Good 2.Works

Achievements:

at

multi- well

LOGISTIC SERVICE
3.
Increased

under Understanding

tasking
pressure
Major Problems 1.
Time 2. Schedule 3. N/A
Encountered:

Gap

not
Repeated

Page No. 75